Understanding Leadership Styles: Autocratic, Democratic, Transformational, and Laissez-Faire

Hello everyone, you're welcome back to my channel and today we are going to be talking about uh leadership styles very

important and in our previous videos we have done um stages of group formation and we understand that according to

Bruce Tacman we understand that uh any leader should understand the group uh the stage at which his or her group is

and will be able to apply the right leadership ship style to um have an effective performance or effective

group. Yes. Activity. And today we are going to be doing some of those leadership styles as provided by Kot

Luen. Yeah. So we'll be looking at uh autocratic autocratic leadership style. We'll look at democratic leadership

style. We'll look at transformational and uh less spare. Yeah. We look at them and some others. So what you will be

looking at or out in this video to catch up is the characteristics of any of these leadership styles. We will try to

uh give you examples of people that are uh using which of the leadership styles? Yes, we'll try to for example

transformational you see persons like Barack Obama, right? We look at those things and one is the characteristics of

such leadership style. Two is the advantages. Three is disadvantages and four you look at again is the context

at which such leadership style may be the best. So we are starting up we are starting with the autocratic leadership

style. So this is a leadership style that is centered on the leader. Now before I go on you you watch out on

something that we're going to conclude with later. We are going to highlight the um in two dimensions this kind of

leadership styles you know there are some you look at they are high on persons.

Yes they are taking priority on persons the employees and everything while some are taking u priority to productivity.

Right. So you watch out for that. We are going to be looking at that. So the autocratic leadership style is centered

on the leader. Yes, he is the one that makes all the decisions. He is the one that do all the direction, the the

commands and everything. This autocratic leadership style and most times he doesn't even need to consult um any of

his subordinates. Please this characteristics must be pointed out and they are very important to understand

that. Yeah. So he he only such a leader here only reaches to a conclusion by him or

herself and just communicates it to the subordinates and how has to be done and they should execute it without any

question. Yes. For example, we are talking about uh a person under this is mother m Stewart. M Stewart. Yes. M

Stewart. So some of the advantages of this autocratic leadership style includes the decision making is very

fast here. Yes. Improve performance in certain situations knowing that the leadership is watching or the leader is

watching. Yes. The the performance is very improved because the autocratic leadership or leader want to co

everybody want to be there supervise you commend you and you get it done quickly. Yes. Yeah. And

is also very one of the advantages that is yeah it's less stressful in the sense that um less stressful in this situation

is to other group members because um they they don't have to bother themselves right they don't need to

bother themselves on brainstorming or thinking of how a a problem should be solved and everything

how a task should be executed because the leader do all the thinking yes so it's less stress uccessful on other

group members this like decision making the way to go the plan about it all of them is on the leader. Yes. So some of

the disadvantages that we looking at is that is frustrating. Yes it can be frustrating sometimes because uh the

communication is is not healthy. Yes. It's only on the leader communicating one way communication. Yeah. So you see

that he's not that um he's very frustrating in respect to or in regards to communication um um uh needs. Yeah.

Okay. So, so most times there's this resentment and res resentment uh like I say frustration also because people

feel uh they people are prefer to be praised, encouraged, complimented rather than a leader that

want to boss them around and everything. Right? So you see that they are frustrated often times and sometimes

they resent the whole situation because they are being bossed around rather than being praised and complimented. Right.

Yeah. And most time they are being criticized all those things. Right. So this can result to polarized

organization. Polarized organization especially uh for example when the leader is not around they wouldn't do

anything right. Yeah. they wouldn't do anything because the leader is not around until the leader comes back

everybody jumps up and he's there to commend them. Right? So that is a polarized situation in the organization.

So, and sometimes one of the advantages is that sometimes new opportunities are missed

unless the autocratic leader is up to date with new trends with new ideas with what's up right if not he he he not

going to get it from anybody and except he himself is up to date with that. So often time you see that new

opportunities are are loss and this one of the advantages again is lack of flexibility. Yes. Communication

breakdown is also there as we've talked about before. Yes. And then we look at the context some context at which this

autocratic leadership may be very effective or we talking about uh situations like uh uh in a quick

situation quick situation where there is an emergency there's a need to get this done immediately. That is one of the

contest in military also this autocratic leadership is is very effective. Yes. Uh again thirdly situations that there is a

need to turn around the situation in context there is a need to turn around a a maybe a a problematic

situation especially maybe the previous leader was very lenient. There's a need to shake off everything because

everybody has slack and everything, right? So yes, that is it. So whenever the work

need to be streamlined very quickly, you'll be needing this type of leadership. So the second one is the

democratic leadership style. Here is very team focus. Like I told you, we're looking at the ones taking priority on

people or on productivity. So this particular democratic leadership style is very um team focused, people focused.

Yeah. They want to know okay what do you think? How what do you think? How do we do it? Okay. So what do you say? And

here there is this um they don't criticize you right. They don't they feel no idea is uh is a waste or is poor

right? They only prioritize and arrange ideas. Right. So there is open discussions, decision making is shared.

Yes. Indepth experience and people are with this high confidence. Right. That is where we are talking about John F.

Kennedy. Yes. John F. Kennedy is an example. Larry Page. Yeah. Larry Page is also one of the persons that love these

democratic leadership styles. uh we have the advantages such as decreased um um levels of catastrophic failures. You

know this is not an idea made by one person as of um as as in autocratic right. This is a constructed idea

everyone reached and looked at it and brainstormed and came out with a better idea. Like they say two good heads are

better than one right? So such idea that is from this type of leadership style have this low level of catastrophic

ending right see and there is good working environment the working environment is lovely everybody's

respected everybody's love everybody's having this regard like they know that their contribution is important and they

are valued their relevance is there and such group another advantage that is a high performance team. Yes. The

disadvantages anyways in this democratic style includes that the decision making is slow. Yes. In situations you needed

something quick. Oh, this is not the best right. Okay. Over dependence on the team is under

um disadvantages. You know when a leader is always what do you think? What do you think? What do

you think everybody? What do you think? You know, at some point you see that they be okay. Okay. I think this our

leader has nothing to contribute right and uh at that situation they will feel like I think I'm even more better or I'm

more important and why is he not any higher if I to use that right for example right so there is that the that

collaboration again is also there yeah unlike uh the other one that they they are more free and

easier for the other members than on the leader but here the leader shares the whole responsibility. So in the context

about the context where we can use democratic leadership style we are talking about stations like u when

[snorts] you are working with expert subordinates when you are working with uh the the the

subordinates group members that their head is there right they have all the expert the skills and everything. Come

on come on you you must have to leverage on that. You must have to include them. You must have to take advantage of that.

That is that is called all stars. All right. In my situation, I call such group all stars. Right? So, don't waste

such group, right? Okay. So, so when you create ownership among the team, yes, you you they have this

own they feel owned ownership. They feel this feeling of ownership. This is our company. This is our deal. This is our

G. This our game, right? They are very committed. Yes. So, so that is what you see in in

that. Now, we're talking about uh transformational leadership. Okay. So, we here the leader has the vision and

not only that he models it. He can inspire you. Yeah. He sets a clear goal with high expectations

that transformational transformationary and and in the same time he's supporting and emotionally guiding the subordinates

to achieve it. Yes, that transformational leadership style very consistent

very consistent consistent in promotion and compelling those ideas

and how to get it and modeling the whole process. Yes. And how to they're going to live

and walk by it. He is in there and showing the way for it. So there is no uh this leadership style have this

culture of no blame. Yeah. They don't blame nobody, right? Let's do it. We can get there. Yeah. [snorts]

That kind of thing, right? And so so they they want to always solve the

problem. What happened? Have we met a problem? Come on, let's work on it. How do we get out there? Let's just get it

out. Not who did that? Who is responsible for that problem? Where is problem? No, they want to know the

problem. They want to solve it. They are not blaming anybody or who is responsible for that problem. Right. We

Yes, these are leaders that lead by example like I said before. So we are having Peter Dard. Peter Dard, Barack

Obama. Yeah, if you could remember his speech and the way he Okay, let's not go there. So Peter Dard, Barack Obama,

these are examples of transformation leadership style. The advantages includes

uh [snorts] it facilitates communication within people both in and out of the organization. Yes. Facilitate

communication. It creates balance. It creates balance between goals. When we say goals, we mean long-term and

shortterm goals. Yes, it can create that balance. There is trust. The subordinates trust the

leader and everyone trust each other and they are doing it. Yes, it's vision focused. They are

nailing it. I don't know why maybe perhaps I'm a transformation leadership style or a person right I don't know

transformational leader. Okay. So some of the disadvantages anyways

includes it's not affect effective in the beginning. Yeah. At that point Yeah.

Yeah. We're going to get the sky. Okay. We are still building the the ladder. Okay. Oh, we we we get there. We get

there. Yeah. Okay. Come on. Next year you guys still need to remain gingered and inspired. Come

on. Right. [laughter] Okay. Um, it's not detailed though, but we not get there. They trust the leader.

There's no there's no the details are not so explicit and most times they struggle with

dayto-day implementation [clears throat] of those goals. Yes, the contest where this kind of leadership style could be

very effective inclusive or when the when you are dealing with a long time uh inspiring

vision. Yes. Or goal our 20 50 uh millennial go right. So those kind of thing you need such a

leadership style to keep a breast to keep on to keep inspired and motivated towards that longtime inspiring and very

powerful goal. Yeah. So again context you can use this is when the right to lead is earned.

When the right to lead is earned. Yes. You didn't buzz them around to lead them. You didn't force yourself to them.

You didn't uh appe to the emotions to lead them or you could right but however the expert the every quality the every

reason why you should be a leader you earned it right that is it. So the fourth leadership

style we're talking about today is leasphere. >> [clears throat]

>> Let's transfer this is entirely and totally selfdirected.

You are a member of that group. You must be self-directed. You don't wait for the leader to give

you an idea. You don't wait for anybody to question why you want to do this and every other thing. Right? We also call

this lasers a handsoff style. Hands off. Hands off style. Right? So we it is um different from other stars right in

this situation everything every right both in decision making but in execution the right is given to the subordinates

come on do it we know we can do it all of those things right both goal setting problem solving everything on the on the

subordinates so the leader simply play a role here Build a strong team inspired them to act.

Building a strong team and inspiring them to act. Yes. So you you the leader only create and articulate strategies to

be used and give them and hands off right the for the subordinates to execute it. So he he he also leave the

group to determine how to use that strategy even at the end. Yeah. However, he brings that steps or strategy, he

still left it at their discretion to know how to use or to use it the way they want to use it. So, we're talking

about people like professors, talking about CEOs of companies, if there's any group like CEOs of company, if there are

any group like the professors, professors, right? Yeah. This is uh people that use this kind of um uh

leadership style. Yes. So some of the advantages is that this leadership style creates this uh um personal

responsibility. Yes. It supports uh fat corrections. You they try to correct fats and everything. So it supports high

retention like less turnover, right? And people that are personally and intrinsically motivated, they thrive in

this kind of leadership style. So some of the disadvantages includes high stress level because all is on you,

right? High stress level, lack of accountability. Yeah, we have uh sometimes this type of um leadership

style people miss deadline. They don't finish on time. Yes, they miss deadline. So but in context where we can use it

includes uh uh where there are creative experts. Yes, very creative experts, proven team members. When you are

working with proven not not uh uh tentative experts, these are member that have proven themselves over and over

again, right? Yes, they are motivated also people who are motivated to succeed on their own. You can use it. This

another context, right? As we've said before. So in summary in this regards about these leadership styles we

understand that autocratic like I said is high on uh autocratic is high on task but low on people. Yeah. Democratic is

high on tax and high on people also. Transformationary is uh should I say is moderate.

Transformationary leadership style is moderate in the both and less spare is very low in both of them. Very low in

product task and low in in the persons. Hence off right. So we understand that we only did four

types of leadership style right. So you would take note that others which include the coaching style and uh others

you may come around by right you understand that they are always categorized based on their level

inclination or prioritization of tax or people. So this is the size of the video and see in the next video. And please

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